pmk ee
Navy PMK-EE study questions from public Navy sources on its Career Information and Professional Conduct areas: advancement rules, fraternization, alcohol and drug policy, and harassment and equal opportunity. The official PMK-EE bibliography is CAC-only and is not used here. Sources: MyNavy HR Advancement FAQs, OPNAVINST 5370.2E (2020), OPNAVINST 5350.4E (2022), OPNAVINST 5354.1J (2025).
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01Does a Sailor have to complete PMK-EE again for every Navy-wide advancement exam (NWAE)?
No. PMK-EE is completed once for each paygrade, not once per exam cycle.
VERIFIED AGAINST THE SOURCE
“No. PMK-EE is required to be completed once every paygrade.”
— MyNavy HR Advancement FAQs (PERS-8031, citing BUPERSINST 1430.16G), PDF p. 5 ↗02A Sailor's profile sheet shows "BUPERS INVAL." What are the common reasons?
The advancement cycle was invalidated. The usual causes are not completing PMK-EE for the correct paygrade, or a security clearance that was not adjudicated as the cycle NAVADMIN requires.
VERIFIED AGAINST THE SOURCE
“The common reasons for advancement cycle invalidation could be due to failure to complete PMK-EE for the correct paygrade or the security clearance was not adjudicated per Cycle NAVADMIN authority”
— MyNavy HR Advancement FAQs (PERS-8031, citing BUPERSINST 1430.16G), PDF p. 5 ↗03Can the CO or OIC delegate the advancement recommendation?
No. The CO/OIC recommendation cannot be delegated. It is the most important advancement eligibility requirement.
VERIFIED AGAINST THE SOURCE
“No. CO/OIC recommendation for advancement cannot be delegated. CO/OIC recommendation is the most important advancement eligibility requirement.”
— MyNavy HR Advancement FAQs (PERS-8031, citing BUPERSINST 1430.16G), PDF p. 1 ↗04For a Sailor in a clearance-required rating whose clearance is not yet final, what must happen before the NWAE?
The CO/OIC must grant an interim clearance, entered in DISS before the 1st day of the exam month.
VERIFIED AGAINST THE SOURCE
“The CO/OIC must grant the candidate an interim clearance. It must be entered in DISS prior to the 1st day of the month of the NWAE.”
— MyNavy HR Advancement FAQs (PERS-8031, citing BUPERSINST 1430.16G), PDF p. 1 ↗05Does a request to transfer to the Fleet Reserve make a Sailor ineligible for the selection board?
Only if the transfer is voluntary. An involuntary transfer, such as for High Year Tenure, does not.
VERIFIED AGAINST THE SOURCE
“Yes, if you are voluntarily transferring to FLTRES. No, if you are involuntarily transferring to FLTRES, i.e. High Year Tenure.”
— MyNavy HR Advancement FAQs (PERS-8031, citing BUPERSINST 1430.16G), PDF p. 1 ↗06Do Individual Augmentee (IA) points still count as award points for advancement?
No. NAVADMIN 312/18 cancelled IA points.
VERIFIED AGAINST THE SOURCE
“No. NAVADMIN 312/18 cancelled awarding IA points.”
— MyNavy HR Advancement FAQs (PERS-8031, citing BUPERSINST 1430.16G), PDF p. 1 ↗07An advancement error is found more than 6 months after the limiting date. What must the Sailor do?
Apply to the Board for Correction of Naval Records (BCNR).
VERIFIED AGAINST THE SOURCE
“If it is past 6 month after the limiting date, the Sailor will need to submit a Board for Corrections of Naval Records (BCNR).”
— MyNavy HR Advancement FAQs (PERS-8031, citing BUPERSINST 1430.16G), PDF p. 2 ↗08A Sailor was reduced in rate at NJP and has since transferred. Does reinstatement have to come from the CO who reduced them?
No. The Sailor's current CO has authority to reinstate them to the next paygrade.
VERIFIED AGAINST THE SOURCE
“No. The Sailor's current CO has authority to reinstate Sailor to the next paygrade.”
— MyNavy HR Advancement FAQs (PERS-8031, citing BUPERSINST 1430.16G), PDF p. 2 ↗09Can a CO reinstate an NWAE advancement that the CO withdrew?
No. Withdrawal is permanent for that exam cycle. The CO can restore the recommendation for future cycles.
VERIFIED AGAINST THE SOURCE
“The CO can reinstate Sailor's recommendation for any future NWAE cycle.”
— MyNavy HR Advancement FAQs (PERS-8031, citing BUPERSINST 1430.16G), PDF p. 3 ↗10If the required actions to withdraw an advancement are not completed before the advancement date, what happens?
The Sailor keeps the advancement as scheduled.
VERIFIED AGAINST THE SOURCE
“No. Failure to comply with the required actions prior to the advancement date will result in the member retaining advancement as scheduled.”
— MyNavy HR Advancement FAQs (PERS-8031, citing BUPERSINST 1430.16G), PDF p. 4 ↗11A Sailor entered the Navy on the 25th of a month. What time-in-rate (TIR) date results, and what day are all dates of rank?
TIR starts on the 1st of the following month. All dates of rank fall on the 16th.
VERIFIED AGAINST THE SOURCE
“All DOR will be 16th of month.”
— MyNavy HR Advancement FAQs (PERS-8031, citing BUPERSINST 1430.16G), PDF p. 4 ↗12A Sailor was reduced in rate from E-4 to E-3. When can the CO reinstate them to E-4?
After a minimum of 6 months from the reduction in rate.
VERIFIED AGAINST THE SOURCE
“CO has the authority to reinstate the Sailor to E4 after a minimum of 6 months of RIR.”
— MyNavy HR Advancement FAQs (PERS-8031, citing BUPERSINST 1430.16G), PDF p. 5 ↗13Must a 3.6 Performance Mark Average (PMA) be used for advancement?
No. Using 3.6 for PMA is not required.
VERIFIED AGAINST THE SOURCE
“It is not required to use 3.6 for PMA.”
— MyNavy HR Advancement FAQs (PERS-8031, citing BUPERSINST 1430.16G), PDF p. 5 ↗14How long does DFAS have to act on a DWOW ticket?
Up to 30 days.
VERIFIED AGAINST THE SOURCE
“NOTE: DFAS has up to 30 days to address a DWOW ticket.”
— MyNavy HR Advancement FAQs (PERS-8031, citing BUPERSINST 1430.16G), PDF p. 6 ↗15Which paygrades does the Navy's CPO fraternization rule cover?
Chief petty officers (E-7 to E-9) and junior personnel (E-1 to E-6) assigned to the same command.
VERIFIED AGAINST THE SOURCE
“Personal relationships between chief petty officers (CPO) (E-7 to E-9) and junior personnel (E-1 to E-6), who are assigned to the same command, that are unduly familiar and that do not respect differences in grade or rank are prohibited.”
— OPNAVINST 5370.2E, Navy Fraternization Policy (4 Nov 2020), PDF p. 2 ↗16Why does the fraternization policy single out CPOs?
Because CPOs lead the entire unit, not just their own chain of command.
VERIFIED AGAINST THE SOURCE
“CPOs provide leadership not just within their direct chain of command, but for the entire unit. This prohibition is based on this unique leadership responsibility.”
— OPNAVINST 5370.2E, Navy Fraternization Policy (4 Nov 2020), PDF p. 2 ↗17For the recruiter fraternization rule, when does a prospect become an applicant?
When processing for enlistment or appointment in any of the Armed Forces begins.
VERIFIED AGAINST THE SOURCE
“A prospect becomes an applicant when processing for enlistment or appointment in any of the Armed Forces begins.”
— OPNAVINST 5370.2E, Navy Fraternization Policy (4 Nov 2020), PDF p. 2 ↗18What four circumstances show that an unduly familiar relationship harms good order and discipline?
It calls a senior's objectivity into question, results in actual or apparent preferential treatment, undermines a senior's authority, or compromises the chain of command.
VERIFIED AGAINST THE SOURCE
“call into question a senior's objectivity; (2) result in actual or apparent preferential treatment; (3) undermine the authority of a senior; or (4) compromise the chain of command.”
— OPNAVINST 5370.2E, Navy Fraternization Policy (4 Nov 2020), PDF p. 3 ↗19Can officers and enlisted Sailors play together on a command sports team?
Yes. Command sports teams and command-sponsored morale events are healthy and clearly appropriate.
VERIFIED AGAINST THE SOURCE
“Officer and enlisted participation on command sports teams and other command-sponsored events intended to build unit morale and camaraderie are healthy and clearly appropriate.”
— OPNAVINST 5370.2E, Navy Fraternization Policy (4 Nov 2020), PDF p. 3 ↗20An E-6 in a relationship with an officer is commissioned. Is the ongoing relationship allowed?
Yes, if there is clear and convincing evidence it existed before the status change and the couple disclosed it before the change.
VERIFIED AGAINST THE SOURCE
“clear and convincing evidence of a pre-existing relationship prior to a change in status of one of the members (e.g., E-6 subsequently commissions) will make the ongoing relationship permissible despite the status change, so long as the members in the relationship disclose the relationship, as appropriate, prior to the change in status.”
— OPNAVINST 5370.2E, Navy Fraternization Policy (4 Nov 2020), PDF p. 4 ↗21Is an intimate relationship between an E-6 and an E-2 in different chains of command automatically fraternization?
No. It is not prejudicial or service discrediting unless factors such as favoritism or undermining authority are present.
VERIFIED AGAINST THE SOURCE
“between a senior petty officer and a junior sailor (e.g. E-6 and E-2) who are not within the same chain of command is not prejudicial to good order and discipline or service discrediting unless the factors outlined in subparagraph 5d, or other similar factors, are present.”
— OPNAVINST 5370.2E, Navy Fraternization Policy (4 Nov 2020), PDF p. 3 ↗22What standard applies to married Sailors while on duty or in uniform in public?
They must keep the respect and decorum of their official relationship. Navy standards of conduct still apply.
VERIFIED AGAINST THE SOURCE
“must maintain the requisite respect and decorum attending the official relationship while either is on duty or in uniform in public as Navy standards of conduct still apply.”
— OPNAVINST 5370.2E, Navy Fraternization Policy (4 Nov 2020), PDF p. 4 ↗23Which OPNAV office leads the Navy's fraternization policy?
OPNAV N17, the 21st Century Sailor Office.
VERIFIED AGAINST THE SOURCE
“(1) Be the lead for the Navy's fraternization policy.”
— OPNAVINST 5370.2E, Navy Fraternization Policy (4 Nov 2020), PDF p. 4 ↗24What grade should a command's primary DAPA and assistant DAPAs hold?
Primary DAPA: E-7 or above, an officer, or a GS-7 or above civilian. Assistant DAPAs: E-5 or above.
VERIFIED AGAINST THE SOURCE
“Primary DAPA should be E-7 or above, an officer or a civilian employee (GS-7 or above). Assistant DAPAs should be E-5 or above”
— OPNAVINST 5350.4E, Navy Alcohol and Drug Misuse Prevention and Control (28 Mar 2022), PDF p. 17 ↗25Who does the command DAPA report to?
Directly to the CO. The DAPA is the command's primary advisor on alcohol and drug matters.
VERIFIED AGAINST THE SOURCE
“The DAPA is the command's primary advisor for alcohol and drug matters and reports directly to the CO.”
— OPNAVINST 5350.4E, Navy Alcohol and Drug Misuse Prevention and Control (28 Mar 2022), PDF p. 17 ↗26What alcohol history and time left in the command are required to be appointed DAPA?
No alcohol incident in the 2 years before appointment, and at least 1 year left in the command.
VERIFIED AGAINST THE SOURCE
“must not have an alcohol incident (AI) within 2 years prior to appointment and must have at least 1 year remaining in the command after appointment”
— OPNAVINST 5350.4E, Navy Alcohol and Drug Misuse Prevention and Control (28 Mar 2022), PDF p. 17 ↗27How soon must a new DAPA complete the command DAPA course?
Within 90 days of assuming duty, unless they completed it within the previous 3 years.
VERIFIED AGAINST THE SOURCE
“Within 90 days of assuming duty, DAPAs and assistant DAPAs are required to successfully complete the command DAPA course, unless they have completed the course within the previous 3 years.”
— OPNAVINST 5350.4E, Navy Alcohol and Drug Misuse Prevention and Control (28 Mar 2022), PDF p. 17 ↗28At what command size must the DAPA be full-time?
Commands with 300 or more Service Members.
VERIFIED AGAINST THE SOURCE
“Commands with 300 or more Service Members must assign a full-time DAPA.”
— OPNAVINST 5350.4E, Navy Alcohol and Drug Misuse Prevention and Control (28 Mar 2022), PDF p. 17 ↗29What are the three ways the Navy identifies alcohol misuse?
Self-referral, command referral, and an alcohol incident (AI).
VERIFIED AGAINST THE SOURCE
“The three ways of identifying alcohol misuse and providing appropriate intervention are self- or command-referrals or alcohol incident (AI).”
— OPNAVINST 5350.4E, Navy Alcohol and Drug Misuse Prevention and Control (28 Mar 2022), PDF p. 23 ↗30Can a Sailor make a valid alcohol self-referral if there is credible evidence they were already involved in an alcohol incident?
No. There can be no credible evidence of an alcohol incident for a self-referral to be valid.
VERIFIED AGAINST THE SOURCE
“There can be no credible evidence that the Service Member seeking the referral has been involved in an AI.”
— OPNAVINST 5350.4E, Navy Alcohol and Drug Misuse Prevention and Control (28 Mar 2022), PDF p. 23 ↗31Can a command order a Sailor to self-refer for alcohol misuse?
No. A command may not direct anyone to self-refer.
VERIFIED AGAINST THE SOURCE
“A command may not direct an individual to self-refer.”
— OPNAVINST 5350.4E, Navy Alcohol and Drug Misuse Prevention and Control (28 Mar 2022), PDF p. 23 ↗32Is a Sailor with a valid alcohol self-referral subject to disciplinary action?
No. Members with valid self-referrals are not subject to discipline.
VERIFIED AGAINST THE SOURCE
“Members with valid self-referrals are not subject to disciplinary action.”
— OPNAVINST 5350.4E, Navy Alcohol and Drug Misuse Prevention and Control (28 Mar 2022), PDF p. 24 ↗33What can a command referral for alcohol misuse be based on?
Any credible factor, such as hearsay, personal observation, a provider's report, or a noticeable change in job performance.
VERIFIED AGAINST THE SOURCE
“may be based on any credible factor such as hearsay, personal observation, LIP report or noticeable change in job performance.”
— OPNAVINST 5350.4E, Navy Alcohol and Drug Misuse Prevention and Control (28 Mar 2022), PDF p. 24 ↗34How does OPNAVINST 5350.4E define an alcohol incident (AI)?
An offense punishable under the instruction's reference (b) (NAVPERS 15560D) or civilian authority, committed by a member, where in the member's CO's judgment drinking alcohol was a contributing factor.
VERIFIED AGAINST THE SOURCE
“Ref: (a) Uniform Code of Military Justice (UCMJ) (b) NAVPERS 15560D”
— OPNAVINST 5350.4E, Navy Alcohol and Drug Misuse Prevention and Control (28 Mar 2022), PDF p. 2 ↗35What counts as one standard drink?
1.5 ounces of liquor, 5 ounces of wine, or 12 ounces of beer.
VERIFIED AGAINST THE SOURCE
“A drink of alcohol is generally regarded as 1.5 ounce of liquor, 5 ounces of wine or 12 ounces of beer.”
— OPNAVINST 5350.4E, Navy Alcohol and Drug Misuse Prevention and Control (28 Mar 2022), PDF p. 59 ↗36What blood alcohol content is prima facie proof of DUI in every state, and what is the rule for drivers under 21?
A recorded BAC of .08. For anyone under 21, driving with any recorded BAC is against the law.
VERIFIED AGAINST THE SOURCE
“the operation of or the physical control of a motor vehicle or craft by a person under the age of 21 with any recorded BAC is against the law.”
— OPNAVINST 5350.4E, Navy Alcohol and Drug Misuse Prevention and Control (28 Mar 2022), PDF p. 59 ↗37What does deglamorization of alcohol mean in practice?
Taking the glamor out of drinking, for example making non-alcoholic drinks available at official functions and a climate that says it's okay not to drink.
VERIFIED AGAINST THE SOURCE
“ensuring that non-alcoholic alternatives are available at official functions, providing a climate that says "it's okay not to drink,"”
— OPNAVINST 5350.4E, Navy Alcohol and Drug Misuse Prevention and Control (28 Mar 2022), PDF p. 59 ↗38What happens to on-base driving privileges for a suspected drunk driver who refuses a BAC test?
They are suspended immediately.
VERIFIED AGAINST THE SOURCE
“Suspected violators who refuse to take a Blood alcohol content (BAC) test must have on-base driving privileges immediately suspended”
— OPNAVINST 5350.4E, Navy Alcohol and Drug Misuse Prevention and Control (28 Mar 2022), PDF p. 14 ↗39What is the Navy's drug misuse policy, and what happens after wrongful use?
Zero tolerance. Every case of wrongful use must be processed for administrative separation (ADSEP) or a board of inquiry.
VERIFIED AGAINST THE SOURCE
“All cases of illegitimate or wrongful use must be processed for ADSEP or board of inquiry.”
— OPNAVINST 5350.4E, Navy Alcohol and Drug Misuse Prevention and Control (28 Mar 2022), PDF p. 44 ↗40A Sailor makes a valid self-referral for drug misuse. Is the Sailor still processed for separation?
Yes. They must be processed for ADSEP, but offered rehabilitation treatment before separation. Refusing that treatment means immediate ADSEP processing.
VERIFIED AGAINST THE SOURCE
“Any member who self-refers for treatment and subsequently refuses treatment will be immediately processed for ADSEP.”
— OPNAVINST 5350.4E, Navy Alcohol and Drug Misuse Prevention and Control (28 Mar 2022), PDF p. 46 ↗41How does OPNAVINST 5350.4E define a relapse?
Any return to drinking or drug misuse, no matter how brief.
VERIFIED AGAINST THE SOURCE
“A relapse is a return to drinking or drug misuse, no matter how brief.”
— OPNAVINST 5350.4E, Navy Alcohol and Drug Misuse Prevention and Control (28 Mar 2022), PDF p. 62 ↗42What is ADMITS?
The Navy and Marine Corps central repository for alcohol and drug incidents, screenings, treatment and training information.
VERIFIED AGAINST THE SOURCE
“Navy and Marine Corps central repository for alcohol and drug incidents, screenings, treatment and training information.”
— OPNAVINST 5350.4E, Navy Alcohol and Drug Misuse Prevention and Control (28 Mar 2022), PDF p. 57 ↗43What types of harassment does OPNAVINST 5354.1J name?
Discriminatory harassment, sexual harassment, hazing, bullying and stalking. The list is not exhaustive.
VERIFIED AGAINST THE SOURCE
“Types ofharassment include, but are not limited to, discriminatory harassment, sexual harassment, hazing, bullying and stalking.”
— OPNAVINST 5354.1J, Navy Harassment Prevention and Military Equal Opportunity (5 Jun 2025), PDF p. 9 ↗44Is performance counseling or making a work assignment harassment?
No. Actions with a proper military or governmental purpose, such as counseling, work assignments or combat survival training, are not harassment.
VERIFIED AGAINST THE SOURCE
“Activities or actions undertaken for a proper military or govermnental purpose, such as combat survival training, making work assigmnents or conducting performance counseling, are not considered harassment.”
— OPNAVINST 5354.1J, Navy Harassment Prevention and Military Equal Opportunity (5 Jun 2025), PDF p. 9 ↗45On what bases is unwelcome conduct discriminatory harassment under OPNAVINST 5354.1J?
Race, color, religion, sex (including pregnancy), national origin or sexual orientation.
VERIFIED AGAINST THE SOURCE
“Unwelcome conduct based on race, color, religion, sex (including pregnancy), national origin or sexual orientation.”
— OPNAVINST 5354.1J, Navy Harassment Prevention and Military Equal Opportunity (5 Jun 2025), PDF p. 9 ↗46Must a complainant show psychological harm to prove sexual harassment?
No. Conduct counts if it is severe or pervasive enough that a reasonable person would perceive, and the complainant does perceive, the environment as hostile or offensive.
VERIFIED AGAINST THE SOURCE
“harassment if it is so severe or pervasive that a reasonable person would perceive, and the complainant does perceive the environment as hostile or offensive.”
— OPNAVINST 5354.1J, Navy Harassment Prevention and Military Equal Opportunity (5 Jun 2025), PDF p. 10 ↗47Must a person be the target of leering or sexual gestures for it to be sexual harassment?
No. The person observing the behavior need not be its object.
VERIFIED AGAINST THE SOURCE
“The person observing such behavior need not be the object of such conduct for this to constitute sexual harassment.”
— OPNAVINST 5354.1J, Navy Harassment Prevention and Military Equal Opportunity (5 Jun 2025), PDF p. 10 ↗48Is "pinning" or "tacking on" rank insignia or warfare wings hazing?
Yes. Pressing any object into someone's skin is hazing, whether or not it pierces the skin.
VERIFIED AGAINST THE SOURCE
“Pressing any object into another person's skin, regardless of whether it pierces the skin, such as "pinning" or "tacking on" of rank insignia, aviator wings”
— OPNAVINST 5354.1J, Navy Harassment Prevention and Military Equal Opportunity (5 Jun 2025), PDF p. 11 ↗49What does bullying often involve under Navy policy?
Singling someone out for ridicule because they are seen as different or weak, often with an imbalance of power between aggressor and victim.
VERIFIED AGAINST THE SOURCE
“Bullying may involve the singling out of an individual from his or her coworkers or unit, for ridicule because he or she is considered different or weak. It often involves an imbalance of power between the aggressor and the victim.”
— OPNAVINST 5354.1J, Navy Harassment Prevention and Military Equal Opportunity (5 Jun 2025), PDF p. 12 ↗50Is damaging someone's reputation a form of bullying?
Yes. Degrading or damaging another's property or reputation is listed as bullying.
VERIFIED AGAINST THE SOURCE
“(i) Degrading or damaging another's property or reputation.”
— OPNAVINST 5354.1J, Navy Harassment Prevention and Military Equal Opportunity (5 Jun 2025), PDF p. 12 ↗51What makes a course of conduct stalking under OPNAVINST 5354.1J?
It is a wrongful course of conduct aimed at a specific person that would cause a reasonable person to fear death or bodily harm, including sexual assault, to themselves, their immediate family or their intimate partner.
VERIFIED AGAINST THE SOURCE
“A wrongful course of conduct directed at a specific person that would cause a reasonable person to fear death or bodily harm, including sexual assault, to himself or herself, to a member of his or her immediate family or to his or her intimate partner.”
— OPNAVINST 5354.1J, Navy Harassment Prevention and Military Equal Opportunity (5 Jun 2025), PDF p. 13 ↗52A leader in the chain of command receives an informal harassment complaint. How fast must they tell the CMEO program manager or command climate specialist?
Within 24 hours.
VERIFIED AGAINST THE SOURCE
“The member in a position of authority in the chain of command receiving the complaint must infonn the CCS or CMEO program manager within 24 hours.”
— OPNAVINST 5354.1J, Navy Harassment Prevention and Military Equal Opportunity (5 Jun 2025), PDF p. 29 ↗53How long does a command have to resolve an informal harassment complaint?
30 duty days. If it is not resolved, or the complainant is not satisfied, they may file a formal complaint.
VERIFIED AGAINST THE SOURCE
“The complaint must be resolved within 30 duty days. If the complaint is not or cannot be resolved within 30 duty days or the complainant is not satisfied with the outcome, the complainant may file a fonnal complaint.”
— OPNAVINST 5354.1J, Navy Harassment Prevention and Military Equal Opportunity (5 Jun 2025), PDF p. 29 ↗54When must the retaliation follow-up debrief happen after an informal complaint closes?
Within 45 days after the complaint is closed.
VERIFIED AGAINST THE SOURCE
“The CCS or CMEO program manager must conduct a follow-up debrief with the complainant to ensure that retaliation has not occurred within 45 days after the complaint is closed. This follow-up must be annotated on the NAVPERS 5354/2.”
— OPNAVINST 5354.1J, Navy Harassment Prevention and Military Equal Opportunity (5 Jun 2025), PDF p. 29 ↗55What is the preferred form for filing a formal harassment complaint?
NAVPERS 5354/2.
VERIFIED AGAINST THE SOURCE
“The preferred method of filing a formal complaint is by submitting a NAVPERS 5354/2.”
— OPNAVINST 5354.1J, Navy Harassment Prevention and Military Equal Opportunity (5 Jun 2025), PDF p. 34 ↗56How soon after an incident should a harassment complaint be filed, and when is it late?
Within 60 days of the incident, or of the most recent incident in a series. After 60 days (120 for a Reserve complaint) it is late, though commanders may accept it if circumstances warrant.
VERIFIED AGAINST THE SOURCE
“A complaint received after 60 days; 120 days in the case of a Reserve complaint, is considered late.”
— OPNAVINST 5354.1J, Navy Harassment Prevention and Military Equal Opportunity (5 Jun 2025), PDF p. 36 ↗57How fast must a person who receives a formal complaint notify the commander, and how long does the commander have to evaluate it?
Notify within 3 duty days of receipt. The commander then has 1 duty day to evaluate it.
VERIFIED AGAINST THE SOURCE
“has 1 duty day to evaluate the complaint”
— OPNAVINST 5354.1J, Navy Harassment Prevention and Military Equal Opportunity (5 Jun 2025), PDF p. 35 ↗58How long may the investigation of a formal sexual harassment complaint take, compared with other harassment complaints?
To the extent practicable, 14 days for sexual harassment and 30 days for other harassment and discrimination complaints, both counted from the start of the investigation.
VERIFIED AGAINST THE SOURCE
“(8) To the extent practicable, the investigation of a formal harassment (not to include sexual harassment) and prohibited discrimination complaint must be completed no later than 30 days from the date the investigation commenced.”
— OPNAVINST 5354.1J, Navy Harassment Prevention and Military Equal Opportunity (5 Jun 2025), PDF p. 39 ↗59Where must a complaint involving a sexual assault allegation be reported for victim support?
To a SARC (Sexual Assault Response Coordinator).
VERIFIED AGAINST THE SOURCE
“Complaints involving sexual assault allegations must be reported to a SARC for victim support services.”
— OPNAVINST 5354.1J, Navy Harassment Prevention and Military Equal Opportunity (5 Jun 2025), PDF p. 34 ↗60Does filing a complaint anonymously count as failing to cooperate with the investigation?
No. The initial submission of an anonymous complaint is not a failure to cooperate.
VERIFIED AGAINST THE SOURCE
“The initial submission of an anonymous complaint does not constitute a failure to cooperate.”
— OPNAVINST 5354.1J, Navy Harassment Prevention and Military Equal Opportunity (5 Jun 2025), PDF p. 36 ↗Know questions we're missing?
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